Continuous Learning and Growth | ACER ESG
Continuous Learning and Growth
Read MoreThe Competitiveness of Sustainable Development
In 2024, leadership and management trainings were conducted at all management levels, including professional training, general education training, onboarding for new employees, and training related to ESG and business conduct guidelines. A total of 52,955 sessions were conducted worldwide, amounting to 94,458.8 training hours and participation from 6,869 employees. On average, each employee received 13.8 hours of training (achieved the target of 13.8 hours). The average amount spent per FTE on training and development for 2024 was USD$188.63. All training was conducted in accordance with job requirements, principles of gender equality, and equal opportunity.
2024 Global Employee Training Performance
Worldwide Training
52955 attendees
Total number of training hours
94459 hours
Total number of trainees
6869 people
Average training duration
13.8 hours
Acer Training Management Flow Chart
Step.01
Define Training Policy
Step.02
Define Training Objectives
Step.03
Design training program
Step.04
Execute training
Step.05
K-model effectiveness evaluation and performance tracking
2024 The Average Training Hours per Employees per year, by Gender and Employee Category
| Senior Management | Middle/Base-level Management | General Staff | ||||
|---|---|---|---|---|---|---|
| Female | Male | Female | Male | Female | Male | |
| Number of Trainees | 89 | 289 | 1,298 | 3,075 | 6,759 | 8,108 |
| Course Hours | 115.3 | 370.8 | 2,286.1 | 4,875.2 | 9,118.2 | 10,775 |
| Participants | 8 | 32 | 120 | 270 | 656 | 755 |
| Average Hours of Training Per Person | 12.2 | 18.4 | 14.1 | |||
| Senior Management | Middle/Base-level Management | General Staff | ||||
|---|---|---|---|---|---|---|
| Female | Male | Female | Male | Female | Male | |
| Number of Trainees | 2 | 24 | 234 | 622 | 1,373 | 3,414 |
| Course Hours | 4 | 43 | 753.5 | 1,974.5 | 3,551.5 | 7,285.8 |
| Participants | 1 | 8 | 79 | 209 | 482 | 1,235 |
| Average Hours of Training Per Person | 5.2 | 9.5 | 6.3 | |||
| Senior Management | Middle/Base-level Management | General Staff | ||||
|---|---|---|---|---|---|---|
| Female | Male | Female | Male | Female | Male | |
| Number of Trainees | 20 | 90 | 934 | 2,796 | 4,867 | 14,459 |
| Course Hours | 51 | 150.5 | 2,563.5 | 7,418.4 | 8,920.7 | 27,571.3 |
| Participants | 4 | 9 | 132 | 284 | 738 | 1,099 |
| Average Hours of Training Per Person | 15.5 | 24 | 19.9 | |||
| Senior Management | Middle/Base-level Management | General Staff | ||||
|---|---|---|---|---|---|---|
| Female | Male | Female | Male | Female | Male | |
| Number of Trainees | 21 | 45 | 312 | 500 | 1,613 | 2,011 |
| Course Hours | 28.5 | 61.5 | 584.5 | 673.5 | 2,358 | 2,924.5 |
| Participants | 4 | 9 | 48 | 83 | 260 | 344 |
| Average Hours of Training Per Person | 6.9 | 9.6 | 8.7 | |||
"Customer Service English" Training (Acer Thailand)
In the "English Presentation Skills" course, the instructor provides hands-on guidance on designing presentation content.
In the "Situational Leadership" course, the instructor leads group discussions on case studies.
Acer Training System
 | Senior Managers
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 | Middle Managers
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 | Supervisory Managers
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 | General Staff
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 | New Employee Training
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Learning and Employee Development Programs
Learning Methods for Employee Development
On-the-Job Coaching
At Acer, on-the-job coaching is regarded as a cornerstone of talent development. We encourage supervisors at all levels across our global operations to proactively provide coaching in daily work scenarios. This includes guiding team members during task assignments, problem-solving, and performance feedback to foster continuous learning and professional growth.
To enhance managers’ coaching capabilities, Acer regularly offers leadership training programs. These programs underscore the importance of knowledge transfer and equip managers with practical coaching skills, such as active listening, asking powerful questions, offering constructive feedback, and setting development goals. By cultivating these behaviors, we aim to strengthen team performance and foster a positive learning culture.
Key Coaching Scenarios at Acer;
- When employees are newly promoted or about to take on managerial roles：New managers attend a two-day foundational management program provided by Acer’s corporate training center. More importantly, their direct supervisors are required to provide ongoing support and track their progress. This coaching process helps new managers internalize learned principles and confidently transition into their leadership roles.
- When employee performance is under expectation：Managers are encouraged to engage employees in supportive, constructive dialogue using the GROW model (Goal–Reality–Options–Will). This structured coaching approach helps employees gain self-awareness, identify root causes of challenges, explore actionable solutions, and commit to improvement.
- When high-potential talent is identified：Managers are encouraged to assign stretch assignments, cross-functional projects, or collaborations with external partners. These experiences, paired with real-time feedback and strategic guidance, create valuable growth opportunities. 。
- When introducing new products：Collective coaching sessions are held during product training—especially for AI-integrated lifestyle products, gaming PCs, and displays—to help employees understand new technologies and their business impact.
- During mid-year and year-end performance evaluations：These reviews are not only for assessing past performance but also serve as opportunities for developmental conversations. Managers are reminded to apply coaching techniques learned in training to guide employees toward future growth, offering practical learning resources aligned with individual development goals.
Mentorship Program
The first one to three months after onboarding are critical for building employee confidence and cultural alignment. During this phase, Acer implements a structured mentorship program to support new hires. Senior team members are invited to serve as mentors (internally, we prefer to refer to mentors as “Buddy” — supportive companions who assist new employees), helping newcomers understand departmental operations, acquire key skills, and adapt to the company culture. Mentors also facilitate effective communication and collaboration, easing the transition and enhancing engagement.
Implementation includes:
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Mentor-Mentee Kick-off Meeting：
A casual lunch (subsidized with NT$500 per person) is arranged to initiate the relationship, align expectations, and set initial goals.
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Regular One-on-One Sessions：
During the first three months, mentors or supervisors meet with mentees every 2–3 weeks, formally or informally. Topics include job challenges, role clarification, resource needs, and cultural adaptation.
Team and Network Learning
Acer offers diverse team-based and network learning initiatives. One of the most prominent is the Leadership Development Program for Middle Managers, a two-day workshop that focuses on leadership skills such as building trust, creating a compelling vision, strategic execution, and coaching for team development.
To sustain learning momentum post-training, we establish Learning Groups：
- Peer Sharing：Participants share key takeaways with supervisors and peers, facilitating mutual learning and practical application.
- Personal Action Plans：Each manager creates and shares an implementation plan. If challenges arise, feedback is gathered and consultations with instructors are arranged.
- Online Learning Resources：Participants access course recordings, case materials, trend reports, and further readings to reinforce learning.
- Coaching Seminars：Held to deepen learning through real-world reflections and instructor-facilitated discussions.
Since 2019, over ten Learning Groups have been established, affirming that true transformation requires continuous practice and peer interaction beyond the classroom.
Types of Programs for Employee Development
Leadership Development Program (Including Business Impact)
Situational Leadership Training (2024–2025) ：
One of Acer’s flagship leadership programs is the Situational Leadership course, designed to teach managers how to assess an employee’s performance readiness on specific tasks and adapt their leadership style accordingly. Through effective communication and coaching, the goal is to enhance employee performance and drive results.
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Rationale for Implementation
a. Managing Team Diversity
Acer’s workforce spans nearly five decades in age and experience, presenting a wide range of skills and perspectives. A single management approach is no longer effective. Situational leadership enables managers to flexibly respond to individual differences, thereby improving team performance.
b. Improving Flexibility and Adaptability
Managers learn to adjust their leadership approach based on the task and context, enhancing the team's ability to respond to changes.
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Training Components：
a. Pre-course Assessment：Managers complete a LEAD self-assessment to understand their natural leadership style.
b. Course Content (Situational Leadership Model)：
-Identify specific tasks with room for improvement or stagnation
- Evaluate employees' performance readiness (competence + commitment)
- Match appropriate leadership styles to guide communication and support
- Review the LEAD report from self and others’ perspectives
- Engage in practical alignment/misalignment activities
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Outcomes and Business Benefits：
a. Increased Leadership Agility: Managers learn to tailor their style to each employee’s development stage, fostering growth and engagement.
b. Enhanced Employee Performance: Through improved coaching and communication, managers empower employees to overcome challenges and boost productivity.
c. Greater Employee Satisfaction and Commitment: By aligning leadership with employee needs, managers build trust and create a supportive work environment.
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Effectiveness Measurement – Kirkpatrick Model：
a. Reaction：In 2024, four sessions were held with satisfaction scores of 4.96, 4.99, 4.86, and 4.77 out of 5. Participants reported that prior to the course, they used fixed leadership styles, often facing resistance. The course helped them understand the value of adjusting their approach based on readiness levels, using directive and supportive strategies.
b. Learning and Transfer：Post-course interviews and surveys confirmed that managers could identify underperforming tasks, assess readiness, and apply appropriate leadership styles.
c. Business Impact:
- Improved operational efficiency：Tailoring leadership to experience level reduced decision-making time and boosted execution.
- Stronger team morale and stability：Managers became more attuned to employee needs and adjusted styles accordingly.
- Better change management：In a fast-evolving market, situational leadership enabled managers to guide teams through transitions effectively.
d. Quantitative Results：The program contributed to measurable gains
evenue increased by 9.7%
Profit rose by 15.4% compared to 2023 - Participation：In 2024, 66 managers (approximately 1% of the workforce) participated in the Situational Leadership program.
Cross-Culture Education
As a global enterprise, Acer is acutely aware of both the challenges and opportunities that arise in a multicultural operating environment. We place great emphasis on cross-functional collaboration and cultural integration as essential drivers of sustainable business development and employee growth. Over the years, Acer has continuously promoted Diversity & Inclusion (D&I) through corporate training initiatives. These initiatives are systematically designed to enhance employees’ cultural awareness, foster mutual respect, and improve cross-cultural communication. In addition to conveying core concepts, the training programs provide practical tools and real-world scenarios to help employees navigate cultural differences, improve collaboration, and increase operational efficiency.
Key Training Programs Include：
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Smart Ways to Interact with Westerners — Language, Culture, and Value Recognition
This one-day course is specifically designed to strengthen cross-cultural communication skills between Eastern and Western employees. It focuses on:
- Communication styles
- Cognitive frameworks
- Value system differences
- Verbal and non-verbal habits
Participants are trained to develop cultural empathy, adapt their communication strategies, and embrace differences to reduce misunderstandings and promote trust and collaboration. The course is delivered primarily in English by bilingual instructors and includes scenario-based role-plays and group discussions to ensure high engagement and practical relevance. It is open to both managers and staff.Online Course: Integrity Management and Standards of Business Conduct
This program emphasizes fundamental principles for working across cultures, focusing on:- Diversity：Promotes equality regardless of gender, age, race, sexual orientation, or religious belief, and fosters inclusion for individuals with disabilities.
- Equity：Encourages leaders and employees to recognize the unique background and needs of each individual, ensuring fair access to resources and development opportunities while addressing systemic and cognitive biases.
- Inclusion：Reinforces anti-discrimination and anti-harassment principles while promoting open dialogue and mutual respect in a safe, supportive, and inclusive work environment.
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Inclusive Leadership Training for Managers：
- Establishing team trust
- Fostering open communication
- Strengthening collaboration
- Encouraging innovation
The course introduces inclusive leadership principles, enabling managers to recognize diverse traits among team members and lead inclusively. The goal is to foster a team culture that values differences and drives collective success.
Retirement and Career Transition Programs
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Acer places strong emphasis on holistic employee development and career planning—particularly for those approaching retirement. We are committed to supporting our employees through this important life transition and helping them plan for a fulfilling post-retirement chapter.
Pre-Retirement Planning ：Between 2024 and 2025, Acer has launched a series of “Wellness and Life Design Workshops” aimed at helping employees navigate the mental, physical, financial, and lifestyle adjustments that accompany retirement. These sessions are also open to employees of all ages who wish to begin planning early for their future, thereby fostering resilience and forward-looking thinking across the workforce.
Sample 2024 Topics
Type
Category
Topic
Health Corner – Lecture Health Care Living a Fulfilling Second Stage of Life Preventing Muscle Loss Managing Metabolic Syndrome with Traditional Chinese Medicine Effective Blood Pressure Control Health Corner – Activity Comprehensive Eye Care Nutritional Wellness Healthy Weight Management Total participation in 2024: 549 attendees
2025 Topics Include
Type
Category
Topic
Health Corner – Lecture Women’s Health Menopause Care Techniques – A Traditional Chinese Medicine Perspective Daily Health Care How to Choose Health Supplements Hazard Prevention How to Deal with Chronic Pain Disease Prevention Key Secrets to Preventing Lung Cancer Disease Prevention How to Manage Autonomic Nervous System Disorders Psychological Well-being From Stress to Release: Building a Worry-Free Life Workshop Retirement Planning Financial Management for Retirement Life – Including investment, insurance, tax planning, and risk control -
Retraining Programs for Employees Wishing to Continue Working ：For employees approaching retirement or planning to leave the company who wish to remain active in the workforce—either by extending their professional career or seeking re-employment opportunities—Acer offers a variety of reskilling opportunities.
In 2024, we offered practical, forward-looking courses across diverse functions to equip these employees with core competencies that enhance their future employability.
Key Courses Include：
- Problem Analysis & Resolution：Develops systematic thinking and analytical skills to address complex workplace challenges.
- Project Management Essentials：Covers planning, execution, cross-functional coordination, and timeline control.
- Consultative Selling Skills：Focuses on customer-centric communication and persuasive selling strategies.
- Excel Data Analysis & ChatGPT Applications：Combines data analytics with AI tools to boost productivity and insight generation.
- Trends in Generative AI Applications：Introduces real-world use cases and future trends of generative AI.
- Presentation Skills：Enhances logical structuring, visual storytelling, and audience engagement.
- Business Negotiation：Trains negotiation tactics and conflict resolution strategies in complex business settings.
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Career Transition Support for Departing Employees ：Acer provides career transition support to employees preparing for voluntary or involuntary departure, including:
- Recommendations: Supervisors may write letters of reference or serve as job references for high-performing employees.
- Internal/External Job Matching: Transfers may be offered when suitable roles exist within other departments or subsidiaries.
- Psychological & Emotional Support:We listen to employees’ departure plans and offer advice and emotional support as needed.
- Skill Enhancement Courses：Departing employees are encouraged to participate in internal training to strengthen their competitiveness for the job market.
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Severance Policies ：In accordance with local government regulations, Acer provides severance pay to employees subject to involuntary separation.
For example, at Acer’s Taiwan headquarters, severance is calculated based on whether the employee is enrolled in the old or new pension scheme under the Labor Standards Act:
- Old System: One month of average wages for each full year of service.
- New System: Half a month of average wages per full year of service, capped at six months.
Digital Transition Program
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AI Literacy Course Objective：
a. To enhance employees’ understanding of generative AI and its practical applications, this course aims to equip all staff with foundational knowledge of mainstream generative AI tools and their integration into daily work processes. Through structured learning and real-world case studies, the program helps build a shared AI vocabulary across departments and strengthens Acer’s overall digital transformation and innovation capabilities.
b. Course Structure – Five Core Modules：
Course Structure – Five Core Modules
Rapid Familiarization with Generative AI
Integrating AI into Project Management
Case Studies of AI Applications Across Industries
AI and Corporate Governance
- Delivery Method：The course is delivered via Acer’s internal Learning Management System (LMS). All employees are required to complete each module within a designated timeframe. Video content and exercises can be revisited at any time to enhance retention. Upon completion, learners must pass a short quiz to verify knowledge acquisition and application capability.
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Feedback and Outcomes ：
a. Enhanced Efficiency and Innovation：Employees effectively use generative AI tools for tasks such as data consolidation and content creation. By reducing repetitive workloads, more time is allocated to creative and value-adding activities, thereby improving team productivity.
b. Improved Cross-Departmental Collaboration：A shared understanding of AI concepts minimizes communication gaps between departments, accelerating project coordination and enhancing alignment during digital transformation initiatives.
c. Strengthened Digital Competitiveness：The program lays a solid foundation for future enterprise-wide AI adoption, process optimization, and improved customer experience—positioning Acer to gain a stronger edge in the digital marketplace.
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RPA x AI: Practical Applications of Process Automation ：
a. Objective：To help employees gain hands-on experience with Robotic Process Automation (RPA) and AI technologies, this course teaches how to systematically integrate automation into daily operations. The aim is to increase efficiency, reduce manual errors, and improve data analytics and decision-making capabilities—ultimately driving enterprise-wide digital transformation.
b. Course Content：To help employees gain hands-on experience with Robotic Process Automation (RPA) and AI technologies, this course teaches how to systematically integrate automation into daily operations. The aim is to increase efficiency, reduce manual errors, and improve data analytics and decision-making capabilities—ultimately driving enterprise-wide digital transformation.
c. Course Content：Using Microsoft Power Automate as the core platform, the course introduces its user interface and logic for process design. It demonstrates how to integrate with Microsoft Office tools (e.g., Word, Excel) to:
- Extract, sort, and analyze data
- Automate repetitive tasks
- Develop workflows applicable to individual job roles
d. Delivery Method：The course is conducted in-person with a strong emphasis on hands-on practice. In 2025, three sessions are scheduled, each accommodating approximately 30 participants. Instructors provide on-site guidance to ensure real-time problem-solving and skill development.
e. Learning Outcome Validation：After completing the course, each participant is required to design and implement a process automation solution relevant to their current job. These submissions serve both as an evaluation of learning outcomes and as reference models for future internal promotion of RPA adoption.
f. Participant Feedback：Post-course surveys and interviews indicate that the program effectively addressed common workflow inefficiencies. Participants reported:
Reduced manual workload
Improved cross-functional efficiency
Enhanced capabilities in data integration and decision support
Inclusion of Contract and Part-Time Employees
While Acer’s training programs are primarily designed for full-time employees, contract and part-time personnel are also encouraged to participate—subject to their department manager’s approval—on an audit basis. This inclusive approach enhances overall team competency, fosters shared knowledge, and strengthens collaboration within departments. Moreover, recognizing the critical importance of information security, Acer requires all employees—including contract and part-time staff—to complete the Information Security Awareness (ISA) training. Regardless of employment status, individuals may handle sensitive company data; thus, this training reinforces fundamental data protection awareness and behavioral standards to ensure collective accountability in safeguarding corporate information assets.
People Analytics
In the course of transforming Acer into a lifestyle brand company, the talent management becomes increasingly important issue for the company’s sustainable development. To fully maximize our human capital, the managers at all level in Acer have a 'systematic' view of developing, retaining, and working with our current talents and high potentials.
To fulfill the requirements, the managers in Acer are advised to use 9-Box Grid framework to do the XY chart analysis on both performance and potentials of our employees, with each box having its unique implication in development and career growth. In essence, it helps the managers to draw up the individual development plans, examine succession readiness, or identify flight risks.
